Our Client in Toronto is currently seeking a Enterprise Learning Partner you will be working in a high volume, fast-paced and with a collaborative team of professionals.

This is a Remote role (Once a month in the office) and you must be located in Ontario.

The Learning Liaison serves as the primary learning subject matter expert between designated business areas, the Human resource business partners (HRBPs) and the Learning Center of Excellence (COE) to create impactful development experiences with client centric focus. This role will oversee a centralized intake process to streamline the identification and prioritization of learning needs. They will collaborate with business leaders to assess learning requirements, align them to strategic goals and ensure projects are delivered effectively and consistently from initiation to completion, driving impactful learning outcomes.  The Learning Liaison will work in collaboration with Human Resource Business Partners (HRBPs) to triage all learning related requests, determining the most appropriate learning approaches and resources to develop learning solutions that aligns to the company’s learning strategy and People plan, and meets the business objectives. This role will prepare recommendations for the annual enterprise learning and development plan that is approved by the company’s Learning Council.  

Responsibilities:

  • Supports the establishment of the process, and once operationalized, implements, and continuously improves the centralized enterprise learning intake process to triage learning requests and prioritize learning needs related to all learning categories such as: Enterprise learning, Role-specific, Leadership and Developmental.
  • In partnership with the Business leads and HRBPs, defines the business areas specific learning strategy and outcomes to achieve business objectives. 
  • Ensures that the learning needs and goals from the business and learning strategy are managed effectively.
  • Reviews requests for new and/or changes to mandatory learning for the enterprise.
  • Holds accountability with HRBPs on recommended solutions, delivery tactics and milestones /timelines, and collaborates on solutions that may require interventions outside of Learning & Development. Once the gap is identified as a learning solution, this role has accountability for developing a recommendation and seeing it through.
  • Consults and builds high-trust partnerships with the business area leads and the HRBP to fully understand their greatest learning challenges. 
  • Diagnoses issues of the business and improves workforce performance through learning based on a deep understanding of the organization’s capability needs.
  • Analyzes the learning needs through a variety of approaches (e.g. surveys, interviews, focus groups, internal data) and leverage key metrics to inform solution recommendations that are evidence based and aligned to an overall measurement approach. This will include leveraging data and insights from the Organizational Development branch (ex. Employee experience survey, Performance Management, Recognition, Strategic workforce planning).
  • Identifies strategic skill gaps and development opportunities and prioritizes the highest impact and ROI opportunities to build solutions that are integrated with the enterprise learning strategy priorities.
  • Prepares recommendation for new/changes to the enterprise mandatory learning.
  • Prepares a design recommendation, that addresses the identified gap and includes:
    • Scope of the design
    • Estimate of the required budget and resources (this will include an outline of costs that will come out of the Learning budget and/or the business area) 
    • Proposed timeline that would align to other Talent programs and/or business work activities.
    • Applying the build, borrow, buy model to expand the capacity of developing and implementing the approved solution.
    • Consultation with relevant members for the Learning Center of Excellence (such as the Enterprise Learning and Development Consultants, Organizational Development Consultants and/or Learning Advisors) to inform the recommendation.
    • Considers employee performance, succession, and development data to support the business lead, HRBP and ELDC in finalizing who is selected for leadership programs.
    • Work with the Enterprise Learning and Development Consultant (ELDC) on recommendations to the Tuition Assistance Program in preparation for collective bargaining. This will include bringing forward needs from the business and reviewing TAP usage data to prepare recommendations to leadership and the ER/LR team.
    • Conducts research on varying employee development topics to stay informed of emerging trends and best practices 
  • Consolidates the business area(s) learning needs and recommendations and prioritizes those needs to inform the annual enterprise learning plan which is approved by the Learning Council.
  • Act as the primary learning subject matter expert for all learning categories between the Learning Center of Excellence (COE), HRBPs and their designated business area to implement the business specific learning strategy aligned to the Enterprise learning strategy. 
  • Strengthens and builds new relationships across all levels of the organization. 
  • Implements the learning vision and direction to better position the organization for future success through learning.
  • This role will also partner with other HR business areas including People analytics, Organizational Development, Equity Diversity and Inclusion, Labour Relations & Healthy Workplace Center, People systems and Talent acquisition during the intake process, learning needs assessment and/or during preparation of the recommendation to the Learning Council.
  • In alignment with annual business planning, engage with key stakeholders and business area(s) to collaboratively map out learning priories for each upcoming year, ensuring alignment with organizational objectives.
  • Develop a deep understanding of the business and industry knowledge to support the identification and implementation of learning solutions.
  • Requirements:
  • Bachelor’s degree in Education, Human Resources, Organizational Development, or a related field.
  • At least 7+ years of experience in learning and development, instructional design, or a similar role. Experience with conducting learning needs assessment, developing learning solutions and evaluating its overall effectiveness.
  • Energetic self starter who thrives on creating impactful development experiences and demonstrates.
    Understands the core strategic levers of the business to ensure learning strategy aligns to business strategy and drives successful business outcomes.
  • Ability to analyze data and use metrics to assess learning program effectiveness and drive continuous improvement.
  • Demonstrated ability to confidently influence, present and facilitate to all levels of the organization. 
  • Energetic self-starters who thrive on creating impactful and innovative development experiences.
  • Ability to manage multiple projects with extensive detailed coordination and a high attention to detail.
  • Strong knowledge of MS tools.

Apply Today

If you’re interested in hearing more about this opportunity, please email me your resume at [email protected] to organize a time to speak.